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Where’s the Diversity in Fortune 500 CEOs?

Where Is Diversity in Fortune 500 CEOs?

Banga, Rodriguez

Q: I was looking for a list of minority CEOs. Do you have a current one? Who are the Black, Latino, Asian and women CEOs on the DiversityInc Top 50 Companies for Diversity?

There are six Black CEOs of Fortune 500 companies, accounting for 1.2 percent of all Fortune 500 CEOs. Merck & Co. is No. 14 in The 2014 DiversityInc Top 50 Companies for Diversity and TIAA-CREF is No. 36. CEOs in the DiversityInc Top 50 total 6 percent Black.

  • Kenneth C. Frazier, Merck & Co.
  • Roger W. Ferguson Jr., TIAA-CREF
  • Kenneth I. Chenault, American Express
  • Don Thompson, McDonald’s
  • Ursula M. Burns, Xerox Corporation
  • Clarence Otis Jr., Darden Restaurants, Inc.

There are nine Asian CEOs of Fortune 500 companies, accounting for 1.8 percent of all Fortune 500 CEOs. Medtronic is No. 41 in the DiversityInc Top 50 and MasterCard is No. 6. CEOs in the DiversityInc Top 50 are 4 percent Asian.

  • Satya Nadella, Microsoft
  • Indra K. Nooyi, PepsiCo
  • Richard Hamada, Avnet
  • Omar Ishrak, Medtronic
  • Kevin M. Murai, Synnex
  • Kevin Lobo, Stryker
  • Francisco D’Souza, Cognizant Technology Solutions
  • Ajay Banga, MasterCard Worldwide
  • Sanjay Mehrotra, SanDisk

There are 10 Latino CEOs of Fortune 500 companies, accounting for 2 percent of all Fortune 500 CEOs. ADP is No. 26 in the DiversityInc Top 50. CEOs in the DiversityInc Top 50 are 4 percent Latino.

  • George Paz, Express Scripts
  • Josue Robles, United Services Automobile Association (USAA)
  • Mario Longhi, U.S. Steel
  • Bernardo Hees, H.J. Heinz
  • Carlos Rodriguez, ADP
  • J. Paul Raines, GameStop
  • Joseph Alvarado, Commercial Metals
  • Joseph Molina, Molina Healthcare
  • Robert E. Sanchez, Ryder System
  • Paul J. Diaz, Kindred Healthcare

There are 24 women CEOs of Fortune 500 companies, accounting for 4.8 percent of all Fortune 500 CEOs. IBM is No. 23 in the DiversityInc Top 50. CEOs in the DiversityInc Top 50 total 6 percent women.

  • Mary T. Barra, General Motors
  • Margaret C. Whitman, HP
  • Virginia M. Rometty, IBM
  • Patricia A. Woertz, Archer Daniels Midland
  • Indra K. Nooyi, PepsiCo
  • Marillyn A. Hewson, Lockheed Martin
  • Ellen J. Kullman, DuPont
  • Irene B. Rosenfeld, Mondelez International
  • Phebe N. Novakovic, General Dynamics
  • Carol M. Meyrowitz, TJX
  • Lynn Good, Duke Energy
  • Ursula M. Burns, Xerox
  • Deanna M. Mulligan, Guardian Life Insurance
  • Kimberly Bowers, CST Brands
  • Debra L. Reed, Sempra Energy
  • Barbara Rentler, Ross Stores
  • Sherilyn S. McCoy, Avon Products
  • Denise M. Morrison, Campbell Soup
  • Susan Cameron, Reynolds American
  • Heather Bresch, Mylan
  • Ilene S. Gordon, Ingredion
  • Jacqueline Hinman, CH2M Hill
  • Kathleen M. Mazzarella, Graybar Electric
  • Gracia C. Martore, Gannett

You can also access all our lists at www.DiversityInc.com/top50.



  • Are there no Native American CEO’s in any of the Fortune 500 companies?

  • Next up should be the number of CEOs who have a disability.

  • I noticed you did not include Native Americans. In may ways, we are the hidden minority that is not spoken about.

  • Sandra Holt

    Where are the Native American CEO’s?

  • It would be nice to see other groups, including Native Americans, people with disabilities, GLBT indivdiuals, and veterans included.

  • Anonymous

    In a country started 235 years ago by white, Christian men – this may be extraodinary progress – I don’t know. I would like to see the demographics break down for other countries, like Japan, China, Russia or Pakistan. I struggle to understand why so many are still interested in this measuring stick. It suggests that people of different backgrounds can’t make it to the top without this type of help. Isn’t that a little insulting!

  • Anonymous

    Are there any Fortune 500 COmpanies that have out GLBT CEOs and leaders?

  • Interesting facts and analysis. Has anyone looked at the diversity on the boards of Fortune 500 companies? Wouldn’t that picture be interesting? Would there be merit in devising a “composite diversity index” for the board representation of Fortune 500 companies and study if there is any co-relation between a firm’s “diversity index” of its Board of Directors the Fortune 500 ranking?

  • Anonymous

    It is an encouraging attempt for the minority on US to keep track of the most succesfulls.

  • Anonymous

    Thanks for the data. One important aspect of diversity which is often overlooked is class. It would be interesting to see how many CEO’s came from poor or working class backgrounds. This would reflect on the isssue of upward class mobility. While the US has more upward class mobility than many countries it still a serious problem. Achieving the American dream often has more to do with the claas you were born into than what you do with your life. Class connections are the rungs on the ladder for upward mobility for many people at the top of the business community. If you don’t have access to that ladder its much more difficult to get ahead. Who you know still dominates what you know.

  • Leann Simmons

    Thanks, Luke for this breakdown. And that is what we are about – tracking the progression of diversity growth as we recognize the business and social imperative of the movement. It’s just unfortunate that in 2012, we are still needing to track minority firsts, female only’s and Native American absences – especially as they are the First Nation Americans. But progress is being made, and I have every faith that we will eradicate the need for such monitors – someday.

  • Great information. I’m curious to see what the numbers by race look like for executives that report to CEO’s and Middle – Upper Management (Director, Sr. Director etc.) Can you provide those statistics

  • What happened to Coca-Cola?? Big drop in ranking when compared the previous years

  • It is not sufficient to simply ask (the companies) why there isn’t greater diversity, we need to make a case as to why have you (somebody with a diverse background) will add business value. Let me point out the obvious – businesses exists to make money, not to employ diverse people. At the end of the day if you can’t make a case for yourself and for how you will compellingly add value to the business, you are begging/pleading/demanding. Many companies will provide lip service or for good PR. Pushing the companies MUST be accompanied by PULLING YOURSELF UP as well. How can YOU add value to your company as a ‘diverse’ employee?? How can you make yourself a compelling candidate for leadership???

    Read this article about why there aren’t more Indians in the C-suite in INDIA ABROAD, the largest Asian Indian newspaper in North America, at http://www.indiaabroad-digital.com/indiaabroad/20140711?sub_id=r9toyodri2ha&folio=A18#pg20.

    • Luke Visconti

      I agree with your general premise. However, I’d argue that most nonwhite students have a more challenging background to overcome, and therefore the successful ones have already demonstrated an ability to “pull themselves up” that is superior to most. Further, especially in the case of women, the data show overt discrimination—the numbers are so striking that it cannot be simply a matter of women needing to “lean in,” but organizations needing to analyze what they do to drive women away. Considering that the overwhelming majority of the available labor pool is women and/or Black, Latino or Asian, then diversity is about profit and competitiveness. It’s foolish to think that any well-run company makes business decisions for any other reason. Luke Visconti, CEO, DiversityInc

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